Sr. Manager Organizational Design And Change

Be Part of the IMAX Experience.For more than 50 years, IMAX has been a global leader in entertainment technology, redefining how stories are experienced on the world’s biggest screens. Our mission is to power awe-inspiring experiences for audiences around the world.
Our people make everything we do possible. We’re curious, creative, and driven by the belief that great work happens when people are trusted, heard, and supported. At IMAX, you’ll collaborate with purpose in an environment that values innovation, diverse perspectives, and learning at every stage.
We invest in people and empower them to thrive. Our culture is grounded in trust and shaped by a shared belief that our best work happens together. By championing curiosity and encouraging courageous thinking, we push the limits of imagination and create experiences that redefine what’s possible. Careers here are shaped with intention, achievements are shared, and people always come first.
With our global team spanning North America, Europe, and Asia, IMAX brings together proprietary software, world-class architecture, and cutting-edge technology with deep industry expertise. Together, we partner with leading filmmakers and studios, advance entertainment technology, and connect audiences around the world to The IMAX Experience.
Come explore IMAX and create what inspires.
Ignite your future with IMAX.
About the Role:Role PurposeThe Senior Manager, Organizational Design and Change Management will partner with leaders and teams to strengthen IMAX’s organizational effectiveness. This role will assess structures, roles, decision-making and ways of working;
develop recommendations;
and help leaders guide employees through change.
The successful candidate will bring sound judgment to complex and sensitive matters and turn program management, organizational design and change management expertise into practical solutions. Recommendations, plans and materials should reflect IMAX’s culture, readiness, size and resources.
Key ResponsibilitiesOrganizational design and transition planning
Partner with leaders and teams to assess current ways of working and develop practical organizational design options, including structures, roles, decision rights and leadership capabilities.
Develop implementation and transition plans that sequence organization changes, clarify accountabilities, identify dependencies and support stable handoffs.
Prepare clear design materials, options, recommendations and decision documents for business leaders, partners and other key stakeholders.
Assess workforce, talent, process and operating risks associated with proposed changes and recommend practical mitigations.
Change management and organizational readiness
Develop and maintain change strategies, stakeholder maps, impact assessments, readiness plans and adoption measures for each workstream.
Partner with Communications and Change Management, Talent & Culture, Talent Acquisition, Total Rewards, Legal and Workplace teams to coordinate people-related implementation activities.
Equip leaders to communicate the case for change, lead through transition and address employee questions consistently and confidentially.
Identify change risks, resistance points and support needs early;
coordinate timely actions that improve readiness and adoption.
Program management, delivery and governance
Develop and maintain plans for cross-functional initiatives, including milestones, deliverables, dependencies, decisions and implementation timing. Work with initiative owners to keep plans current.
Establish governance and reporting practices suited to each initiative, with clear meeting agendas, decisions, owners and follow-up actions.
Track progress against scope, timelines, outcomes and budget. Prepare concise updates and decision materials for leaders and key stakeholders.
Maintain visibility into risks, issues and dependencies. Help teams resolve conflicts and elevate decisions when needed.
Coordinate resource and capacity planning, flag constraints early and assess the implications of proposed changes to priorities, timelines or investment.
Apply appropriate delivery and confidentiality practices, and connect implementation tracking with organizational design, transition and change readiness measures.
Qualifications and Experience
Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology or a related field. Advanced degree or change management certification is an asset.
7+ years of progressive experience in program management, organizational design, change management, HR transformation or consulting, including coordination of complex, cross-functional initiatives.
Demonstrated experience in organizational design, implementation planning and other complex, sensitive business change initiatives.
Strong ability to translate strategic direction into structured plans, practical tools and clear executive-level materials.
Experience working across international, matrixed organizations and partnering with senior leaders across multiple functions and regions.
Skills and Capabilities
Strong organizational design, change management and facilitation skills, with sound judgment in ambiguous and confidential environments.
Strong program management skills, including integrated planning, governance, budget and resource tracking, dependency management, risk and issue resolution, and executive reporting.
Clear, concise written and verbal communication, with the ability to tailor messages for executives, leaders and employees.
Collaborative and influential working style, with the confidence to surface risks, challenge assumptions constructively and drive follow-through.
High degree of discretion, attention to detail and comfort managing sensitive people and business information.
Success Measures
Cross-functional initiatives progress through agreed assessment, design and implementation milestones with decisions and accountabilities clearly documented.
Leaders and key stakeholders understand the rationale, impacts and required actions for approved organization changes.
Transition plans address people, process, capability and communications needs, reducing disruption during implementation.
Plans and reporting give leaders timely visibility into milestones, resources, risks, dependencies, readiness and decisions.
Position Status:Existing Vacancy
This job posting reflects a current vacancy within the organization. The position is active, approved, and intended to be filled as part of our staffing needs. / Cette offre d’emploi reflète un poste actuellement vacant au sein de l’organisation. Le poste est actif, approuvé et destiné à être pourvu dans le cadre de nos besoins en dotation.
Hiring Range / Échelle salariale à l’embauche :$113,453.10 / 113.453,10$ - $132,361.95 / 132.361,95$ (per year / par an) Final pay within this range will be determined based on experience, skills, internal equity, and the geographic location of the role. Additional non-discretionary compensation may apply where eligible. / La rémunération finale dans cette échelle sera déterminée en fonction de l’expérience, des compétences, de l’équité interne et de l’emplacement géographique du poste. Une rémunération non discrétionnaire supplémentaire peut s’appliquer lorsque le poste y est admissible.
At IMAX, you will be part of a culture built on respect – we are committed to creating a welcoming and diverse atmosphere across our organization.
IMAX will consider for employment all qualified applicants, including those with criminal histories, or arrest or conviction records, in a manner consistent with applicable state and local laws, including the City of Los Angeles’ Fair Change Initiative For Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, where applicable.
In accordance with Ontario’s pay transparency requirements, candidates will be informed when they are no longer under consideration for this position. Communication regarding application status may be provided through email or through your online applicant profile (if applicable). / Conformément aux exigences de transparence salariale de l’Ontario, les candidats seront informés lorsqu’ils ne seront plus pris en considération pour ce poste. Les communications relatives au statut de votre candidature pourront être envoyées par courriel ou par l’intermédiaire de votre profil de candidat en ligne (le cas échéant).
As part of our recruitment process, we may use technology-assisted tools, including automated systems, to support the review and assessment of applications. These tools do not make final hiring decisions. All decisions related to screening, interviewing, and selection are made by our Talent Acquisition and hiring teams. / Dans le cadre de notre processus de recrutement, nous pouvons utiliser des outils technologiques, y compris des systèmes automatisés, pour appuyer l’examen et l’évaluation des candidatures. Ces outils ne prennent pas de décisions finales en matière d’embauche. Toutes les décisions liées à la présélection, aux entrevues et à la sélection sont prises par nos équipes d’acquisition de talents et d’embauche.
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